2012 2nd International Conference on Industrial Technology and Management (ICITM 2012)
IPCSIT vol. 49 (2012) © (2012) IACSIT Press, Singapore
DOI: 10.7763/IPCSIT.2012.V49.1
Human Capital and Career Success of Structural Engineers towards
Designing a Career Planning Model
Tomas Ucol Ganiron Jr
Qassim University, KSA
Abstract. Structural Engineers are a significant presence in today’s workforce; however, few rise to the
top management ranks. Therefore, there is a critical need to better understand the predictors that facilitate
their career success. This study examined several variables that may contribute to structural engineers
extrinsic (salary and promotions) and intrinsic (career satisfaction) success. Predictive variables include
human capital (level of educational attainment and CE licensure examination rating). The aims of this study
are the following: First, identify the status of structural engineers in terms of human capital. Secondly,
determine the level of career success of structural engineer in terms of compensation fringe benefits and
career satisfaction. Third, identify the factors predict extrinsic and intrinsic and Fourth, designed a career
planning model which serves as a guide for young structural engineers to be successful that will help them to
manage their career in the near future. This study used the descriptive method of research with questionnaires
as the main data-gathering instrument. Statistical tests of Regression Analysis, percentage and weighted
mean values were used to enable researcher give appropriate responses to the statement of the problem.
Some interesting insights of the study are: The profile of structural engineers in terms of human capital
contributes in the success of structural engineer. The level of educational attainment and Civil engineering
examination rating were found to have highly contributed to career satisfaction of structural engineers.
Further, the level of educational attainment can best predict extrinsic success in terms of promotion. Through
the data results, two predictors will highly contribute to career success of structural engineers. These
predictors such as level of educational attainment and CE licensure examination were chosen as integral
factors to be indicators in the career planning model.
Keywords: civil engineering licensure examination, promotion, educational attainment, career satisfaction,
career success, structural engineer, extrinsic success, intrinsic success, management.
1. Introduction
Career success has long been a construct of considerable interest to career scholars and practitioners not
to mention the multitude of individuals engaged in a career. The career literature is replete with theories,
models and accounts of career intervention programs aimed at predicting and ultimately facilitating career
success. It is also an important outcome in many areas of career scholarship, such as those pertaining to
career exploration and decision making. In addition, a multitude of studies have investigated how variables
such as demographic variables, educational attainment and cognitive skills are empirically related to
subsequent career success.
By contrast, curiosity little scholarly attention has been devoted to analyze the extrinsic and intrinsic
career success of structural engineers. This research is important, for it will inform the facilitation of
pathways and through employment within educational institutions, work places and communities, as well as
at the socio-political and policy level.
Bosionoles (2004) defined career success as the extrinsic and intrinsic outcomes or achievements
individuals have accumulated from their work experiences.
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E-mail address: tomas@qec.edu.sa
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He defined the extrinsic success as directly observable, measurable and verifiable by an impartial third party,
while the intrinsic success is only experienced directly by the person engaged in her or his career.
Thus, extrinsic success is defined by verifiable attainments, such as pay, promotions and occupational
status, which have long been considered the hallmarks of career success across a wide range of societies.
However, intrinsic success is defined by an individual’s reactions to his or her unfolding career experiences.
The lack of research is highlighted by Kim (2005) who remarked that little literature has empirically
explored the relationship between extrinsic and intrinsic success and career planning. As such, it would be
theoretically valuable to review and compare the predictors of these two components of career success in
order to guide the research and theory building.
2. Literature Review
2.1. Educational Attainment
Research from career literatures indicates that return from educational attainment in terms of salary and
promotions are significant (Oberfield, 2004). It also appears important to examine the effect of the education
content because organizations reward masters and doctorate degrees more than other bachelor degrees.
Besides education predict intrinsic career success (Edward, 2011).
2.2. Civil Engineering Licensure Examination Rating
This examination comprises of cognitive skills in Civil Engineering in the areas of mathematics,
surveying, hydraulics, water resources engineering, structural engineering and geotechnical engineering
(Professional Regulation Commission, 1994). The professional regulation commission in the Philippines
conducts examination twice a year. The passing mark is 70% with no grade below 50% in the six areas.
Research has suggested that only individuals with high cognitive ability will be able to maintain the
attention and effort necessary to master the task over period of time. This includes the Civil Engineering
licensure examination rating as a measurement of general cognitive ability.
2.3. Salary and Promotions
Salary and promotions (Oberfield, 2004) are the most widely used and readily accessible indicators of
career success. These extrinsic measures can have the substantial benefits of being readily available from
existing records, standardized and efficient to collect. They are free from self-serving and common-method
variance, if collected other than self-support. They are valued by many people, as anecdotally, reflected by
De Molina (2004) quip that: “Folks who say they do not care about money will probably lie about other
things too!”
Extrinsic Career Success was measured through four two distinct variables: Salary(less than P30000,
P31000 to P40000, P41000 to P50000, P51000 to P60000 and more than P60000); and Promotion (basis of
promotion and present position).
2.4. Career Satisfaction
Career satisfaction is most often assessed using the widely adopted career satisfaction scale developed by
Greenhaus (1990). Although such standardized measures generally have acceptable levels of internal
consistency, such characteristics are not necessarily sufficient to validly assess each respondent’s subjective
career success.
3. Research Methodology
The researcher utilized the inferential and descriptive methods of research. The subjects of this study
were the companies located in the Philippines where vertical and horizontal structures projects are in
progress. In 2011, record shows that 187 Structural engineers were employed in public and private firms.
Purposive sampling was utilized in order to determine the participation of the knowledgeable employees
only by considering those who meet the five criteria. The criteria are (1)Registered Civil Engineer; (2)
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Minimum of three (3) years of structural design experience since graduation; (3) Two (2) years of significant
engineering work; and (4) Member of the Association of the Structural Engineers of the Philippines.
Questionnaires were distributed to all structural engineers of the Association of Structural Engineers of the
Philippines.
4. Hypotheses
The following hypotheses were tested in the study:
Ho1 There is no significant relationship between the factors of career success in terms of educational
attainment and civil engineering licensure examination rating and level of extrinsic and intrinsic success of
structural engineers.
Ho2 None of the following factors such as educational attainment and civil engineering licensure
examination predict extrinsic and intrinsic career success of structural engineers.
5. Profile of Structural Engineers
Majority of the structural engineers shown in figure 1a, 50.9% obtained an MS/MEng. degree and 26.4%,
obtained a bachelor degree. Very few structural engineers, (22.7%) earned only a doctorate degree. Overall,
the structural engineers appear to be highly educated holding a degree MS/MEng beyond a bachelor degree.
a) Educational Attainment
b) CE licensure examination
c) Salary
Fig. 1: Percentage Distribution of Structural Engineers
Many structural engineers have marked rating in the CE licensure examination shown in figure 1b,
38.2 % were 91 to 95% and 32.7% were 70 to 75%. Very few structural engineers have a marked rating in
the CE licensure examination, 13.6 % were above 95%, 8.2% were 81 to 85 % and 7.3% were 86 to 90%.
Most structural engineers have a high rating in the CE licensure examination.
6. Findings
6.1. Level of Extrinsic Success
More than one third of the respondents, 36.4% earned an average monthly salary P41000 to P50000
shown in figure 1c. There are also 23.6% earned an average monthly salary more than P60000, 22.7% earned
an average monthly salary P30000 to P40000, 9.1% earned an average monthly salary P51000 to P60000 and
8.2% earned an average monthly salary less than P30000. Generally, structural engineers received high
average monthly salary.
On the other hand, most of the structural engineers, 71% are in the administrative level shown in figure
2a. The positions of the respondents in the administrative level are: Construction Manager (28%), Project
Manager (27%) and Vice President (16%). However, 29 % of the respondents are non-administrative level
which is the position of Project Engineer. Majority of the structural engineers shown in figure 2b are
promoted because of their personality traits such as creativity, loyalty, etc. (33.6%) and, experience and
background (32.7%). Moreover, few structural engineers claimed that hard work (24.5%) is the basis of their
promotion. Very few structural engineers chose performance history (9.1%) as basis of their promotion.
Therefore, majority of administrative level in construction industries are occupied by structural engineer and
most of them are promoted because of their positive personality traits, experience and backgrounds
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a) Promotion
b) Basis of Promotion
Fig. 2: Percentage Distribution of Structural Engineers and Level of Career Satisfaction
Respondents perception that structural engineers “strongly agree” that they are satisfied with their career
with a mean composite response of 3.79 .In general, the level of career success for structural engineers in
terms of career satisfaction was very satisfied
7. Predictors of Extrinsic and Intrinsic Career Success
The multivariate regressions predicting career success (salary, promotion and career satisfaction) are
provided in Table 1. As the table indicates, each set of hypothesized variables (level of educational
attainment and CE licensure examination rating) explained a significant variance in extrinsic and intrinsic
success.
The level of educational attainment was found to have regression of salary, promotion and career
satisfaction indicated by beta coefficient of 0.122, 0.428 and 0.286 as indicated by the R squared values of
0.006, 0.186 and 0.182 and computed significance values of 0.206, 0.000 and 0.000 and indicating a
significant result at 0.05 levels The result indicated promotion and career satisfaction are significant to the
level of educational attainment but not significant to salary. The finding implies that level of educational
attainment is a predictor of promotion and career satisfaction. CE licensure examination has regression of
salary, promotion and career satisfaction indicated by beta coefficient of 0.193, 0.037 and 0.126 as indicated
by the R square 0.165, 0.359 and 0.147 and computed significant values of 0.176, 0.545, and 0.023. The
result indicated that regression value of career satisfaction is significant to CE licensure examination rating
but not significant to salary and promotion.
Table 1: Predictors of Career Success by Level of Educational Attainment and CE Licensure Examination Rating
8. A Planning Model for Civil Engineering Licensure Examination Preparation
Figure 4a is a guide for newly structural engineer graduates to achieve a Highmark’s rating in the
licensure examination. In planning for licensure examination, the researcher suggests that graduate engineer
should plan ahead and determine the necessary information for admission to save enough money both for the
licensure examination and living expenses during that period. Take a CE preparation course to review the
subject matter covered on the CE exam. Develop a schedule of study for CE examination, usually six hours
per day and keep a positive attitude
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b) Advanced Study Program
a) CE Licensure Examination Preparation
Fig. 4: Career Planning Model
9. A Planning Model for Advanced Study Program
Figure 4b is a practical guide for structural engineer to pursue advance study program as professional
development. In planning to take up master’s degree or doctorate degree, the researcher suggests that
structural engineer should gather written descriptions of various programs that appeal to his applicants. In
choosing an adviser, discuss important issues about plans, strengths and weak points. When thinking about
topic, structural engineer should be creative and innovative to describe the perspective required of a thesis or
dissertation. Career breadth is attained through such as on job trainings or internship and on-campus research
centres that work in collaboration with industry. This can also help structural engineer to become mature and
develop confidence in ability to succeed in their career.
10. Conclusion
The most objectively successful structural engineer appears to be one who has MS/MEng or doctorate
degree and high rating in the Civil engineering examination. From the perspective of an individual who
aspires to be a successful structural engineer, it appears that impressive educational credentials pay off.
However, given the comparability in results between the extrinsic career success and career satisfaction, the
Civil engineering licensure examination rating and impressive educational credentials also contribute to
structural engineer career satisfaction. On the other hand, the level of educational attainment can best predict
extrinsic success in terms of promotion.
11. References
[1] E. Bosionoles. Managing Careers: Theory and Practice. Essex Pearson Education, 2004.
[2] A. Kim. Managerial Lives in Transition: Advancing Age and Changing Times. Guilford Press, 2005.
[3] G. Oberfied. Career Choice. Jossey-Bass, 2004.
[4] T. De Molina. Predicting Career Success of Graduate Business School Alumni. Academy of Management Journal.
2004, 16(1): 129-137.
[5] K. Douvan. Reliability in Content Analysis: Some Common Misconconceptions and Recommendations. Human
Resource Research. 2006, 30(3): 411-413.
[6] T. Edward. The Personality of High Earning MBA’s in Big Business. Personnel Psychology Review. 2011, 22(1):
447-463.
[7] G. Greenhaus, and R. Ash. A Comparative Study of Mentoring Among Men and Women in Managerial,
Professional and Technical Positions. Journal of Applied Psychology. 1990, 75(1): 539-545.
[8] Professional Regulation Commission Handbook. 1994, 2(1): 10-12
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